Job Prospecting Exercise 2009

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Ministry of Labour and Human Resources

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Job Prospecting Exercise

2009

Contents:

Table of Contents: ……….………...……1 Foreword …...……….……..….…….2 Introduction ………..………...….3 Research Scope and Methodology………...……..…4-5 Limitations………...…….…5 Number of establishments covered in the Job Prospecting Exercise

by type and ownership….:………....….…..6 Percentage distribution of establishments

involved in the Job Prospecting Exercise, 2009……….………...6 Number of establishments covered in the Job Prospecting

Exercise by Dzongkhag and ownership, 2009 ……….…...…7 Number of establishments covered in the Job Prospecting

Exercise by Dzongkhag and type, 2009……….…….…………...8 Future skill requirements by major occupational

group (2009-2013)………..……9 Graphical presentation of future requirements till

2013 by major occupational group, 2009-2013……….…....10 Graphical presentation of total male and female required,

(2009-2013)………..…...…..………..…..11 Future skill requirements during the period, 2009 - 2013 …….…………...….…..……….12-18 Soft skills………...…19-20 Recommendations……….………...…….…21-22 Coverage list ……….…..……...…23-26

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Ministry of Labour and Human Resources

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Foreword:

The Labour Market Information Division of the Department of Employment under the Ministry of Labour and Human Resources is pleased to release the first issue of Job Prospecting Report. “Job Prospects” are the range of career opportunities available to a person having a particular combination of skills, knowledge, qualifications etc. For example, Job Prospects for degreed engineers are usually (and presently) good overall especially in the construction sectors. Like wise Arts graduates face a barrage of information these days telling them that employers are finding it difficult to recruit graduates with suitable skills and that there is a skills gap. Graduating with a first degree in Arts is not, it seems enough to guarantee a job within any sector that matches students’ expectations.

The Job Prospecting Report will provide information to the decision makers, the researchers, the HR officials, the students and job seekers on the potentiality of each sector in terms of providing employment to the increasing number of youths. Job Prospecting is a very important tool for the formulation of Human Resource polices.

Finally, the Ministry of Labour and Human Resources wishes to convey its appreciation to all the organizations and individuals who contributed their time and effort to the development of the Job Prospecting Report.

The sector study was funded by the UNDP, whose continued assistance is much appreciated. The Department will bring out annual publication of the Job Prospecting Report. We would like to invite your valuable comments and suggestions for further improvement of the report.

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Introduction:

Structural unemployment is caused by changes in the composition of labor supply and demand. It basically emanates from two sources: first, as a result of mismatch between skills needed for available jobs and the skills possessed by those seeking work; and second, geographic mismatch between locations of job openings and job seekers. This kind of distortion is highly evident in the Bhutanese labor market. While shortages of skills are said to be pronounced in some occupations and areas in the country, oversupply of other skills are likewise observed.

Youth unemployment in Bhutan also has a geographical dimension: it is generally higher in urban areas than in rural ones. Limited formal work experience and a lack of general and job-related skills also put young job seekers unemployed. Young people are often at the end of the job queue for the formal labour market because they lack adequate skills and experience, as well as efficient social networks. And skills demanded by the labour market are not matched by the educational product, illustrating the lack of a functioning feedback between educational institutions and the private sector. However, there is a need to tackle the mismatch between the skills offered by this potential workforce and those demanded by potential employers

The Job Prospecting Exerciseis a comprehensive sector study of the short- and long-term human

resource issues and challenges facing the major sectors in the Bhutanese economy.

The study’s in-depth assessment of current and emerging human resource needs and gaps will serve as a foundation to overcome the mismatch of skills and to provide a very high rate of gainful employment.

The main objective for conducting this Job Prospecting Exercise is to:

1. To identify the gaps in critical skills that are in-demand and in-supply.

2. To formulate plans and strategies toward narrowing the skills & competency gaps & generating the right workers required by the sector.

3. To enhance job placement and promote appropriate skills training.

Job vacancy statistics provide information on unmet labour demand. Information on job vacancies is used for business cycle analysis and assessing mismatches on labour markets.

A job vacancy is defined as a paid post that is newly created, unoccupied, or about to become vacant:

(a) for which the employer is taking active steps and is prepared to take further steps to find

a suitable candidate from outside the enterprise concerned; and

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Job Prospecting Exercise

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Research Scope and Methodology:

The approach to the study included desktop research, field visits, interviews and a request for written submissions.

The Desktop Research was conducted utilizing published directories of the Private and Corporate sectors in the form of books. The Field visits and interviews were conducted with key interest groups such as the Manufacturing industries, service sectors etc. The aim of the interviews was to collect information on the future skill requirements during the period 2009-2013.

The study mostly focused on the sectors that were in a position to provide gainful employment. The study also focused on top 15 travel agents, the Class A Construction Companies. The study does not include the financial institutions.

The study involved extensive research activities, including:

• Surveys of 25 Construction companies;

• Surveys of 58 Service sectors including Tourism and Hotels;

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Ministry of Labour and Human Resources

Job Prospecting Exercise

Process:

Limitations:

The Job Prospecting Exercise does not capture the small sectors (which includes all the

small/medium private and corporate establishments).

The study does not capture the petty contractors and the small travel agents and hotels.

The Job Prospecting Exercise does not capture any of the power sectors.

Out of the 131 establishments listed in the coverage, only 119 establishments could meet

up with our requirements. Data Processing (7) Analysis (8) Report Writing (9) Printing (10)

Ministry of Labour and Human Resources

Job Prospecting Exercise

The Job Prospecting Exercise does not capture the small sectors (which includes all the small/medium private and corporate establishments).

The study does not capture the petty contractors and the small travel agents and hotels. pecting Exercise does not capture any of the power sectors.

Out of the 131 establishments listed in the coverage, only 119 establishments could meet up with our requirements.

Planning (1) Ground Work Development (2) Coverage Listing (3) Training Of Supervisors and Enumerators (4) Data Collection (5) Data Entry (6) Data Processing (7) Dessimination (11)

Job

Prospecting,

2009

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2009

The Job Prospecting Exercise does not capture the small sectors (which includes all the The study does not capture the petty contractors and the small travel agents and hotels. Out of the 131 establishments listed in the coverage, only 119 establishments could meet

Coverage Listing (3)

Supervisors and Enumerators (4)

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Table 1: Number of establishments covered by type and ownership involved in the Job Prospecting Exercise, 2009:

Sl. Type of Establishment Ownership

Corporation Private NGO's Government Total

1 Agro-based 2 4 0 0 6 2 Forest-based 1 3 0 0 4 3 Mineral-based 1 5 0 1 7 4 Other Industry 4 23 1 1 29 5 Construction 0 25 1 0 26 6 Services 1 36 0 0 37 7 Tourism-related 1 6 0 0 7 8 Personal Services 0 0 0 0 0 9 Repair 0 0 0 0 0 10 Trade 1 1 0 0 2 11 All subclasses 0 1 0 0 1 Total 11 104 2 2 119

The table above depicts the number of establishment covered in the Job Prospecting Exercise categorized by its type and ownership. Among the total coverage list of 131 establishments only 119 establishments were in a position to meet up with our requirements.

Percentage distribution of establishments involved in the Job Prospecting Exercise, 2009

9.2 % 87.4 % 1.7 % 1.7 % Corporation Private NGO Government

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Table 2: Number of establishments covered in the Job Prospecting Exercise by Dzongkhag and ownership, 2009

Sl. Dzongkhag Ownership

Total

Corporation Private NGO's Government

1 Chukha 4 36 0 0 40 2 Haa 0 0 0 0 0 3 Paro 1 6 0 1 8 4 Thimphu 4 43 1 1 49 5 Punakha 0 3 0 0 3 6 Gasa 0 0 0 0 0 7 Wangdue 0 2 0 0 2 8 Bumthang 0 2 0 0 2 9 Trongsa 0 1 0 0 1 10 Zhemgang 0 0 0 0 0 11 Lhuntse 0 0 0 0 0 12 Mongar 0 2 0 0 2 13 Trashigang 0 0 0 0 0 14 Trashiyangtse 0 0 0 0 0 15 Pemagatshel 0 0 0 0 0 16 Samdrup Jongkhar 1 5 0 0 6 17 Samtse 1 2 1 0 4 18 Sarpang 0 2 0 0 2 19 Tsirang 0 0 0 0 0 20 Dagana 0 0 0 0 0 21 Outside Bhutan 0 0 0 0 0 Total 11 104 2 2 119

The table above depicts the number of establishments covered by Dzongkhag and by Ownership. Thimphu and Chukha Dzongkhag were the main focus of the exercise. Through the ownership status, Private sector contributed the most to the future requirements. From a total of 119 establishments, 104 Private Sectors contributed to our requirements.

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Table 3: Number of establishments covered in the Job Prospecting Exercise by Dzongkhag and type, 2009

Sl. Dzongkhag Type of Establishment Agro-based Forest-based Minieral-based Other

Industry Construction Services Tourism-related

Personal

Services Repair Trade

All subclasses Total 1 Chukha 4 1 3 21 6 2 0 0 0 2 1 40 2 Haa 0 0 0 0 0 0 0 0 0 0 0 0 3 Paro 0 0 1 0 0 7 0 0 0 0 0 8 4 Thimphu 1 2 0 2 19 18 7 0 0 0 0 49 5 Punakha 0 0 0 0 0 3 0 0 0 0 0 3 6 Gasa 0 0 0 0 0 0 0 0 0 0 0 0 7 Wangdue 0 0 0 0 1 1 0 0 0 0 0 2 8 Bumthang 0 0 0 0 0 2 0 0 0 0 0 2 9 Trongsa 0 0 0 0 0 1 0 0 0 0 0 1 10 Zhemgang 0 0 0 0 0 0 0 0 0 0 0 0 11 Lhuntse 0 0 0 0 0 0 0 0 0 0 0 0 12 Mongar 0 0 0 0 0 2 0 0 0 0 0 2 13 Trashigang 0 0 0 0 0 0 0 0 0 0 0 0 14 Trashiyangtse 0 0 0 0 0 0 0 0 0 0 0 0 15 Pemagatshel 0 0 0 0 0 0 0 0 0 0 0 0 16 Samdrup Jongkhar 0 0 2 4 0 0 0 0 0 0 0 6 17 Samtse 1 0 1 2 0 0 0 0 0 0 0 4 18 Sarpang 0 1 0 0 0 1 0 0 0 0 0 2 19 Tsirang 0 0 0 0 0 0 0 0 0 0 0 0 20 Dagana 0 0 0 0 0 0 0 0 0 0 0 0 21 Outside Bhutan 0 0 0 0 0 0 0 0 0 0 0 0 Total 6 4 7 29 26 37 7 0 0 2 1 119

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Table 4: Future skill requirements by major occupational group (2009-2013)

Sl. Major Occupations

Future Requirements

Total

2009 2010 2011 2012 2013

1

Legislators, Senior Officials

and Managers 95 84 108 72 91 450

2 Professionals 189 217 154 154 140 854

3 Technicians 162 213 266 272 276 1,189

4 Clerks 4 1 2 1 2 10

5

Service Workers and Shop and

Market Sales Workers 306 246 355 242 298 1,447

6

Skilled Agriculture and

Fishery Workers 0 0 0 0 0 0

7

Craft and Related Trade

Workers 680 1,356 979 978 1,085 5,078

8

Plant and Machine Operators

and Assemblers 112 165 68 50 48 443

9 Elementary Workers 1,200 1,339 1,427 1,434 1,487 6,887

10 Others 1 0 0 0 0 1

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Ministry of Labour and Human Resources

Job Prospecting Exercise

Graphical presentation of future requirements till 2013 by 2009-2013

The figure below presents the future skill requirements during the period 2009 till 2013 segregated by sex. By 2013 there will be a high demand for elementary occupations and craft and related trade workers. Elementary occupations basically include the labourers (skilled/Unskilled), drivers etc and craft and related occupations include the masons, carpente etc.

There will also be some requirements for higher managerial level post, professionals and technicians with specific skill requirements.

A total of 15,163 vacancies were recorded for male during the period 2009 vacancies for female.

There were no vacancies recorded for the skilled agriculture and fishery group since the study mostly concentrated in manufacturing industries and the service sectors.

398 660 1088 52 194 101 0 1000 2000 3000 4000 5000 6000 7000 8000 L eg is la tor s, S eni or O ff ic ia ls a nd M ana g er s _Prof es si ona ls T ec hni ci ans Male

Ministry of Labour and Human Resources

Job Prospecting Exercise

Graphical presentation of future requirements till 2013 by major occupational

The figure below presents the future skill requirements during the period 2009 till 2013 sex. By 2013 there will be a high demand for elementary occupations and craft and related trade workers. Elementary occupations basically include the labourers (skilled/Unskilled), drivers etc and craft and related occupations include the masons, carpente There will also be some requirements for higher managerial level post, professionals and technicians with specific skill requirements.

A total of 15,163 vacancies were recorded for male during the period 2009

There were no vacancies recorded for the skilled agriculture and fishery group since the study mostly concentrated in manufacturing industries and the service sectors.

6 776 0 5046 436 6752 1 4 671 0 32 7 135 0 C le rks S er vi ce W or ke rs a nd S hop and M ar ke t S al es W or ke rs S ki ll ed A g ri cul tur e and F is he ry W or ke rs C ra ft a nd R el at ed T ra de W or ke rs P la nt a nd M ac hi ne O pe ra tor s and A ss em bl er s E le m ent ar y W or ke rs O the rs Male Female

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2009

ccupational group,

The figure below presents the future skill requirements during the period 2009 till 2013 sex. By 2013 there will be a high demand for elementary occupations and craft and related trade workers. Elementary occupations basically include the labourers (skilled/Unskilled), drivers etc and craft and related occupations include the masons, carpenters There will also be some requirements for higher managerial level post, professionals and -2013 and 1,196

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Ministry of Labour and Human Resources

Job Prospecting Exercise

Graphical presentation of total male and female required, (2009

Due to the growth of the construction industries and manufacturing industries, there has been a high requirement for male workers in the construction sector and the manufacturing industries. During our interview with the construction companies there requirem

categories:

1. Unskilled Labourer - General site labour with little or no construction qualifications.

2. Skilled Labourer - On-site managers who possess extensive knowledge and experience in

their craft or profession.

3. Professionals - Personnel with the greatest educational qualifications, usually degrees, trained to design, manage and instruct the construction process.

Skilled occupations in Bhutan require further education qualification, often in vocational subject areas. These qualifications are either obtained direct

education or through “on the job” apprenticeship training. 0 500 1,000 1,500 2,000 2,500 3,000 3,500 M al e F em al e M al e 2009 2010 2,522 227 3,383

Ministry of Labour and Human Resources

Job Prospecting Exercise

Graphical presentation of total male and female required, (2009-2013)

to the growth of the construction industries and manufacturing industries, there has been a h requirement for male workers in the construction sector and the manufacturing industries. During our interview with the construction companies there requirements were based on three

General site labour with little or no construction qualifications. site managers who possess extensive knowledge and experience in Personnel with the greatest educational qualifications, usually

, trained to design, manage and instruct the construction process.

Skilled occupations in Bhutan require further education qualification, often in vocational subject areas. These qualifications are either obtained directly after the completion of compulsory education or through “on the job” apprenticeship training.

F em al e M al e F em al e M al e F em al e M al e F em al e 2010 2011 2012 2013 3,383 238 3,075 284 2,995 208 3,188 239

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2009

to the growth of the construction industries and manufacturing industries, there has been a h requirement for male workers in the construction sector and the manufacturing industries.

ents were based on three

General site labour with little or no construction qualifications. site managers who possess extensive knowledge and experience in Personnel with the greatest educational qualifications, usually graduate

Skilled occupations in Bhutan require further education qualification, often in vocational subject ly after the completion of compulsory

F

em

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e

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Table 5: Future skill requirements during the period (2009-2013)

Sl. Occupation 2009 2010 2011 2012 2013 Grand Total Average Remuner ation (In Nu.) 1 Accounts Officer 2 3 2 1 3 11 11,667 2 Accountant 14 18 12 12 8 64 9,336 3 Accounts Teacher 1 6 3 3 3 16 16,745 4 Administrative Officer 5 5 3 3 3 19 9,200 5 Assistant Burner 2 2 2 2 2 10 6,500

6 Assistant Electrical Engineer 7 3 1 0 0 11 9,600

7 Assistant Manager 1 2 2 1 1 7 9,000

8 Assistant Mason 5 6 2 0 0 13 4,000

9 Assistant Mechanical Engineer 8 7 2 0 0 17 9,500

10 Assistant Regional Manager 1 0 0 5 0 6 12,300

11 Assistant Supervisor 0 0 1 0 0 1 5,000

12 Asst. Adm. Officer 1 1 1 1 2 6 10,000

13 Asst. Manager of Electricals 1 0 0 0 0 1 5,800

14 Asst. Manager of Maintenance 1 0 0 0 0 1 5,800

15 Asst. Manager of Production 1 0 0 0 0 1 5,800

16 Auto Mechanic 9 7 4 5 3 28 7,460

17 Bakery 1 2 2 2 2 9 8,000

18 Bar Binder 20 30 35 40 60 185 5,250

19 Bar Tender 3 5 2 2 2 14 3,833

20 Barbed Wire Technician 2 4 5 6 7 24 5,500

21 Barman 0 15 19 4 4 42 5,750

22 Bearing Roll Fitter 1 0 0 0 0 1 5,000

23 Bench Clerk 2 0 0 1 1 4 12,000

24 Bent Saw Master 2 2 1 0 0 5 8,000

25 Bill Collector 0 1 0 0 0 1 5,500 26 Billet Controller 4 4 0 0 0 8 6,000 27 Billet Cutter 8 7 0 0 0 15 4,000 28 Biology Teacher 2 3 3 4 4 16 22,500 29 Blaster 2 3 3 3 3 14 5,000 30 Blending Asst. 0 5 3 2 1 11 5,000 31 Boiler Operator 0 0 2 0 0 2 5,000 32 Brewer 0 1 0 0 0 1 35,000

33 Bull Black Wire Drawing Technician 2 4 5 6 7 24 6,000

34 Burner 1 2 2 1 1 7 7,500

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36 Cable Man 2 1 1 0 0 4 4,000 37 Care Taker 0 2 1 0 0 3 5,000 38 Carpenter 187 298 307 317 348 1,457 6,483 39 Cashier 0 1 0 0 0 1 19,000 40 Catering Headperson 2 0 0 0 0 2 5,000 41 Chamber Maid 2 4 0 0 0 6 4,000 42 Charter Accountant 3 0 1 1 0 5 22,333 43 Chef 0 4 3 3 2 12 7,875 44 Chemist 8 10 8 2 3 31 10,500 45 Chemistry Teacher 4 5 3 4 3 19 19,500 46 Chief Cashier 0 1 0 0 0 1 8,750 47 Chief Chemist 0 1 0 0 0 1 12,000 48 Chief Engineer 0 0 1 0 0 1 55,000 49 Chief Mason 0 1 0 0 0 1 7,000

50 Chinese Master Chef 1 1 0 0 0 2 15,000

51 Civil Engineers 39 43 42 46 52 222 23,396

52 Cold Shearing Operatives 0 1 0 0 0 1 4,000

53 Co-Matron 0 1 0 0 0 1 10,000 54 Commerce Teacher 1 5 3 3 3 15 16,667 55 Commercial Manager 1 0 0 0 0 1 25,000 56 Compressor Operator 2 3 3 3 3 14 5,000 57 Computer Operator 1 0 0 0 0 1 6,000 58 Concast Mechanic 0 2 1 1 0 4 5,000 59 Concrete Worker 100 150 150 150 200 750 4,500 60 Conference Coordinator 1 2 2 2 2 9 15,000 61 Consultant 2 2 2 2 2 10 25,000

62 Continental Master Chef 1 1 0 0 0 2 15,000

63 Control Room Operator 2 0 0 0 0 2 5,000

64 Cooks 52 19 35 14 64 184 5,469

65 Co-Warden 0 1 0 0 0 1 10,000

66 Crane Operators 2 10 2 1 0 15 7,750

67 Crank Cutter 0 1 0 0 0 1 10,000

68 Cultural Guides 7 12 16 14 14 63 11,750

69 Customer Service Representative 3 4 2 6 3 18 7,000

70 D.C Drive Technician 2 1 0 0 0 3 5,000

71 Data Manager 0 1 0 0 0 1 10,000

72 Depot Manager 5 0 2 2 2 11 9,500

73 Dinning 4 12 12 13 8 49 5,333

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75 Driller 5 5 7 8 7 32 4,150

76 Driver (Medium) 0 3 3 2 5 13 6,500

77 Heavy Vehicle Driver 15 22 23 28 29 117 6,591

78 Light Vehicle Driver 4 6 6 7 7 30 5,599

79 Dy. Hotel Manager 0 0 2 2 2 6 15,000

80 Dzongkha Teacher 1 4 4 3 2 14 13,484 81 Economics Teacher 1 3 2 2 2 10 14,000 82 Electrical Engineers 29 25 15 16 12 97 20,237 83 Electricians 27 40 96 109 108 380 7,107 84 Embossing Operatives 1 0 0 0 0 1 5,000 85 Engineer(software/Hardware) 0 1 0 1 0 2 13,000 86 English Teacher 2 5 6 4 4 21 16,745 87 Excavator Operator 10 15 14 15 14 68 8,667 88 Fabricator (Furniture’s) 0 0 2 0 0 2 4,500 89 Finance Manager 4 5 9 4 6 28 18,191 90 Finance Officer 2 4 4 4 4 18 25,000

91 Fine Wire Drawing Technician 1 2 3 4 5 15 5,500

92 Finish Material/Goods Operatives 6 6 0 0 0 12 4,000

93 Fire Man 1 0 1 1 0 3 4,500

94 First Hand 0 2 1 1 0 4 6,500

95 Fitters 6 5 6 4 4 25 5,800

96 Fly Shearing Operatives 0 1 0 0 0 1 4,000

97 Food & BP(Kitchen) 4 4 0 0 0 8 6,000

98 Food & House Keeping Manager 0 1 0 0 0 1 10,000

99 Food Machine Operator 0 1 1 1 0 3 4,500

100 Food Processors 0 2 3 0 0 5 6,240 101 Foreman 0 0 0 0 1 1 6,500 102 Foreman(Electrician) 1 1 1 0 0 3 9,000 103 Foreman(Mechanical) 1 2 1 0 0 4 6,500 104 Form Fabricator 0 1 2 1 0 4 6,000 105 Front Office 6 4 3 5 3 21 5,833 106 Furnace Operator 0 2 0 0 0 2 6,500 107 Gardener 6 9 7 5 3 30 3,750 108 Gas Cutter 0 1 0 0 0 1 5,500 109 General Engineering 4 4 4 4 0 16 6,500 110 General Manager 1 5 3 2 3 14 22,000 111 Geography Teacher 2 3 2 2 2 11 14,990 112 Guide Roll(Controller) 0 1 1 0 0 2 6,000 113 Gym Instructor 0 2 2 2 2 8 4,500

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114 HB Wire Technician 1 2 3 4 5 15 5,500

115 Head Melter 0 1 1 1 0 3 9,000

116 Head of Information & Technology 3 0 0 1 0 4 35,000

117 Head of Legal Section 1 0 0 0 1 2 33,000

118 Helper 5 1 1 1 1 9 4,250

119

High Speed Fine Wire Drawing

Operator 1 1 1 0 0 3 6,000

120 History Teacher 3 2 2 2 2 11 14,000

121 Hotel Management Specialist 10 0 20 0 20 50 8,000

122 Hotel Manager 8 3 8 2 7 28 22,333

123 Housekeeping 56 26 65 32 41 220 4,694

124 Human Resource Officer 3 2 1 0 0 6 15,333

125 Indian Master Chef 1 1 0 0 0 2 15,000

126 Industrial Motor Winder 1 0 0 0 0 1 5,300

127 Injector Operatives 1 1 2 0 0 4 6,000

128 Instrumentation Engineer 0 1 0 0 0 1 20,000

129 IT Engineer 4 7 2 5 3 21 11,330

130 JCB Operator 3 4 2 2 2 13 7,000

131 Junior Electrical Engineer 0 1 0 0 0 1 10,000

132 Junior Mechanical Engineer 0 1 0 0 0 1 10,000

133 Junior Operator 3 0 0 0 0 3 4,000

134 Lab Assistant 5 4 1 1 1 12 4,750

135 Lab Technicians 5 1 2 0 2 10 7,000

136 Lama 1 0 0 0 0 1 5,500

137 Lat Threading Operator 0 1 1 1 1 4 8,000

138 Laundry 11 4 19 4 19 57 4,375 139 Library Asst. 0 2 2 2 2 8 7,500 140 Loader 0 0 4 0 0 4 3,000 141 Machine Operator 11 18 12 11 11 63 6,800 142 Maintenance Engineer 0 0 0 0 1 1 11,335 143 Manager 2 0 1 0 0 3 10,083 144 Manager (Administrative) 3 1 1 1 0 6 9,500 145 Manager (mechanical) 0 1 0 0 0 1 28,000 146 Manager (P&A) 0 2 1 1 1 5 11,000 147 Manager (S&M) 0 3 1 1 1 6 11,000 148 Manager (TRTI) 1 0 1 0 1 3 9,500

149 Manager Front Desk 0 1 0 0 0 1 12,000

150 Manager Reservation 0 1 0 0 0 1 12,000

151 Manager(Assistant) 0 1 1 1 1 4 5,000

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153 Manager/Engineer 20 22 23 25 25 115 20,000

154 Marketing Manager 3 3 3 0 0 9 15,500

155 Marketing Officer 2 1 0 1 1 5 19,278

156 Mason 281 762 395 386 405 2,229 6,567

157 Material Handling Operatives 10 30 0 0 0 40 4,000

158 Materials Managers 5 4 4 4 4 21 23,800 159 Math’s Teacher 0 4 2 1 1 8 16,750 160 Mechanical Engineers 32 22 11 13 11 89 21,286 161 Mechanical Foreman 1 0 0 0 0 1 8,500 162 Mechanical Welder 1 2 1 0 0 4 5,000 163 Mechanics 3 3 1 0 0 7 6,000 164 Melter 0 4 1 1 0 6 8,000 165 Messenger 0 1 0 1 0 2 5,000 166 Metallurgist 2 1 1 0 1 5 14,375 167 Microbiologist 1 0 0 1 0 2 10,000 168 Mill Operator 1 2 1 0 0 4 5,000 169 Mines Foreman 1 0 1 0 0 2 10,000 170 Mining Engineer 2 2 0 0 1 5 18,500 171 Mould Operator 0 3 1 1 0 5 5,750

172 Multi Skilled Technician 1 0 0 0 0 1 7,770

173 Musician 2 2 0 0 0 4 5,000 174 Office Assistant 6 19 12 12 10 59 8,050 175 Operator 5 1 5 2 2 15 5,500 176 Operator Helper 2 10 2 2 0 16 4,250 177 Operator(Finance Officer) 2 4 3 0 0 9 9,000 178 Packing Worker 2 5 2 2 1 12 4,000 179 Painter 11 14 14 14 15 68 6,167 180 Pasting Operator 5 0 3 0 5 13 6,000 181 Personal Secretary 0 1 0 0 0 1 6,000 182 Pharmacist 1 2 0 0 0 3 9,500 183 Physical Instructor 0 0 1 0 0 1 7,770 184 Physics Teacher 2 7 5 4 4 22 20,750 185 Plant Manager 0 1 0 0 0 1 30,000 186 Plant Operator 2 4 4 4 4 18 9,000 187 Plumbers 21 27 21 26 26 121 6,227

188 Press Machine Operator 0 1 0 0 0 1 6,500

189 Principal 1 1 0 0 0 2 36,000

190 Process Worker 5 3 3 0 2 13 3,500

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192 Production Manager 0 1 3 1 1 6 14,000 193 Production Supervisor 2 2 2 2 2 10 7,000 194 Project Engineer 1 1 0 0 0 2 15,000 195 Project Managers 5 5 5 5 5 25 28,333 196 Pump Operator 3 1 0 0 0 4 5,500 197 Pusher Operatives 4 4 2 1 0 11 6,000

198 PVC Cable Wire Operator 1 1 1 1 1 5 10,000

199 Quality Control Officer 1 0 0 0 0 1 8,000

200 Quality Executive 0 1 0 0 0 1 20,000 201 Receptionist 24 16 26 8 26 100 5,136 202 Regional Managers 3 3 3 3 3 15 13,000 203 Reservationist 3 1 2 0 0 6 9,000 204 Riggers 10 20 10 10 0 50 4,500 205 Rob Binder 1 2 2 2 2 9 6,000 206 Rod Bender 10 5 5 5 5 30 5,000 207 Roll Welder 1 1 0 0 0 2 5,000 208 Roller Operator 3 3 2 2 2 12 7,500

209 Roughing Mill Controller 6 4 2 0 0 12 6,000

210 Sales Person 4 18 8 7 7 44 6,200

211 Sawyer 2 2 2 2 2 10 5,000

212 Scrap Collector 5 5 5 5 5 25 4,500

213 Secretary 0 0 0 0 0 0 12,000

214 Security Guard 43 71 71 86 57 328 4,566

215 Senior Bench Clerk 2 0 2 0 1 5 15,000

216

Senior Manager (Finance and

Accounts) 0 1 0 0 0 1 29,000

217

Senior Manager (Production of

Carbide) 0 0 1 0 0 1 27,000

218

Senior Manager (Production of Silicon

) 0 0 1 0 0 1 27,000

219 Senior Manager (Quality Control) 0 0 1 0 0 1 26,000

220 Senior Operator 2 0 0 0 0 2 5,000 221 Service Manager 0 1 0 0 0 1 12,000 222 Shaper-man 2 0 0 0 0 2 5,000 223 Shift Brewer 1 0 1 0 0 2 17,500 224 Shift In charge(CCM) 0 0 1 0 0 1 16,000 225 Shift In charge(Production) 2 0 0 0 0 2 8,500 226 Shotfrerer 2 0 0 0 0 2 12,000 227 Site Accountant 4 5 5 5 5 24 7,000 228 Site Supervisor 6 11 3 7 5 32 6,500

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229 Skid Board Operatives 1 1 1 0 0 3 5,000

230 Skilled Labourer 760 797 840 870 912 4,179 3,900 231 Software Engineer 1 1 1 1 0 4 10,000 232 SPA 2 7 4 5 2 20 4,833 233 Sr. Project Engineer 0 0 1 0 0 1 45,000 234 Steward 6 4 1 3 0 14 4,750 235 Store Keeper 6 4 7 7 6 30 5,875 236 Store Manager 1 0 1 0 0 2 25,500 237 Strapping Operatives 20 30 0 0 0 50 3,500 238 Supervisors 20 30 64 66 65 245 8,767 239 Supervisor(Auto Mechanical) 6 6 7 8 10 37 6,250 240 Supervisor (Civil) 6 7 7 8 10 38 6,250 241 Supervisor(Electrical) 0 1 0 0 0 1 7,000 242 System Manager 0 1 2 1 0 4 24,000 243 System/Instrumentation Engineer 1 0 0 0 0 1 15,000 244 Technical Executive 0 1 0 1 0 2 20,000 245 Technician(Electrical) 3 5 5 4 3 20 7,500 246 Teemer Man 1 2 1 0 0 4 4,000 247 Telephone Operator 0 2 1 1 1 5 5,000 248 Tester 2 2 2 2 1 9 4,500 249 Tour Assistant 1 0 0 0 0 1 5,000 250 Tractor Operator 3 3 2 2 2 12 5,000 251 Traffic Officer 6 0 0 0 0 6 9,000 252 Trained Librarian 1 0 0 0 0 1 7,770 253 Trainee Pilot 2 0 0 0 0 2 9,000 254 Trekking Guides 20 24 34 23 26 127 12,667 255 Turner 2 2 1 0 0 5 5,000 256 Unskilled Labourer 380 460 500 495 490 2,325 4,000 257 Waiter/Waitress 65 15 58 26 46 210 4,538 258 Warden/Matron 0 0 2 0 0 2 7,770 259 Welders 5 4 3 3 3 18 5,667 260 Wet Sweeper 8 6 8 7 8 37 3,250

261 Wire Nail Technician 6 10 13 16 18 63 4,900

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Soft Skills:

Soft skills play a vital role for professional success; they help one to excel in the workplace and their importance cannot be denied in this age of information and knowledge. Good soft skill is what’s required by every employer at present.

During our interviews with the employers, the most common traits, mentioned by virtually every employer, were:

~ Positive work ethic. ~ Good attitude.

~ Desire to learn and be trained. ~ Hard work.

~ Consistency. ~ No job hopping.

Soft skills "are as important, if not more important, than traditional hard skills to an employer looking to hire -- regardless of industry or job type. This could offer a major breakthrough as educators and training providers seek to develop and cluster training courses to fit business and industry needs.

The Job Prospecting Exercise defined about 71 "soft skills", which employers seek. They are applicable to any field of work, according to the study. Soft skills like personal responsibility, team work and multi-tasking were some of the most important skills that employers usually look for while selecting employees for jobs of any type.

Most of the employers observed that they could find workers who have "hard skills" i.e. the capability to operate machinery or fulfill other tasks, but many potential hires lack the "soft skills" that a company needs.

Through out study we came to know that CEOs and human resource managers or employers are ever ready to hire workers who demonstrate a high level of "soft skills" and then train them for the specific jobs available. The ever-changing impact of technology has given hard-skills-only workers a short shelf life.

Table 6 depicts the various kinds of soft skills required for each occupation during the period 2009-2013.

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Table 6: Soft Skills requirement for the future vacancies

Sl. Competencies Sl. Personal Values

1 Planning 1 Personal integrity

2 Strategy formation 2 Honesty & commitment to truth

3 Time & task management 3 Trustworthy

4 Budgeting 4 Demonstrates trust

5 Problem solving 5 Sincerity

6 Financial management 6 Personal responsibility

7 Critical thinking 7 Patience

8 Analytic & systematic thinking 8 Devotion

9 Public relations 9 Fairness

10 Customer service 10 Strong sense of self & self-Respect

11 Sales 11 Awareness of personal strengths & weaknesses

12 Marketing 12 Strives towards growing in wisdom

13 Advocacy 13 Has concept of ideal self; Knows what he/she wants to be

14 Supervision 14 Respect for others

15 Implementation 15 Appreciates importance of communication & develops communication

skills

16 Administration Sl. Work Values

17 Operations 1 Commitment to customer delight & customer care

18 Project management 2 Commitment to work

19 Organizing 3 Commitment to excellence in work

20 Multi-tasking 4 Accountability

21 Decision making 5 Productivity

22 Leadership 6 Flexibility

23 Interpersonal communication 7 Continuous improvement to business practices & processes

24 Facilitation 8 Care & safety of own work environment

25 Monitoring 9 Management of pressure & complexities of work

26 Evaluation 10 Alignment of personal values & company values

27 Testing 11 Personal commitment & voluntary compliance with company values &

ethics

28 Troubleshooting 12 Disclosure & transparency

29 Maintenance Sl. Team Values

30 Installation 1 Collaboration

31 Design 2 Team work

32 Documentation 3 Satisfying to work with

33 Product delivery 4 Able to communicate & demonstrate own value system

34 Communication skills 5 Commitment to team

Sl. Social Values

1 High degree of social awareness

2 Preservation of nature

3 Socially responsible

4 Contribution to society

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Recommendations from the Employers:

1. The Employers raised concerns on the growing number of youth population and

expressed that the system of school education does not inculcate basic and soft skills required for a productive workforce, while higher and vocational qualifications do not generate the specialized skills employers require.

2. The Employers also expressed that the Career and Counseling Programmes in schools

and colleges should be strengthened so that the youths seeking job are well aware and informed about the current labour market situation and the future requirements.

3. Though the Ministry of Labour and Human Resources focus is much diverted towards

unemployment and the increasing number of unemployed youth floating in the labour market, it is also apparent that not enough has been done to develop the skills of young people. Skill mismatch is a major concern in Bhutan now where educated youths acquire skills that are not demanded by the labour market.

4. One approach to tackle the problem of skill mismatch is to combine formal education

with work-based training

5. The Employers also suggested that if their employees could also be given short-term vocational trainings like in the Civil Service since continuing vocational training increases the innovation capacity of firms, by allowing workers to upgrade their skills and respond more rapidly to changes in economic conditions.

6. The Bhutanese economy will depend on the skills of its people and how firms and industry support workers to work to the best of their potential. The skills of workers increasingly determine firms’ ability to build competitiveness.

7. During the formal/compulsory education, young people in schools should acquire skills that can be used across most occupations and which provide the foundation for their working lives.

8. Bhutan has a very high number of youth population and the main reason for shortage of

labour could be either because of not much people with the required skills or there’s a mismatch between labour demand and supply.

9. The Ministry of Labour and Human Resources must maintain close contact with the

private sector to continuously assess skills demands. The Employment Service Centers also need to advise young people on marketable skills. And it needs to stay in close contact with training institutions. For young people, Employment Service Centers can provide information on different professions, facilitate decision-making on what to study and promote internships. In its turn, the private sector needs to publicize vacancies and provide data to the Department of Employment, Ministry of Labour and Human Resources. This will pay off by saving enterprises the transaction cost of searching for adequately skilled staff.

10.Skills shortages mean much more than vacancies. Even though there are lots of vacancies

in the private and corporate sector, most of these vacancies are not occupied. This is mainly due to the lack of right skilled person that the employer is looking for.

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11.Being a good worker means having the skills to do the job. When most of us think of skills, we think of job-specific skills such as a mechanic’s ability to repair engines or a pilot’s ability to fly a plane. Most importantly, soft skills are the skills most sought after by employers. Because most job-specific skills can be easily taught, employers would prefer to hire individuals with the required soft skill, such as adaptability, dependability, and responsibility.

12.The low quality of education, which leads to a general lack of skills, is another cause of

youth unemployment

13.One of the ways for overcoming the mismatch of skills is by feeding in the profile needed

by the private sector into the curricula of education sector and the vocational training institutes.

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Coverage List

Sl. Name of the Establishment Dzongkhag

1 Gangri Tours & Treks Thimphu

2 Etho Metho Tours and Treks Thimphu

3 Hotel Druk Thimphu

4 Hotel Phuntsho Pelri Thimphu

5 Kelki Higher Secondary School Thimphu

6 Hotel Kisa Thimphu

7 Namgay Heritage Thimphu

8 Jamyang Resort Thimphu

9 Rinchen Higher S. School Thimphu

10 Nima Higher S. School Thimphu

11 Wangchuk Resort Thimphu

12 Happy Holiday Thimphu

13 Bhutan Toursim Corporation Ltd Thimphu

14 Hotel Olathang Paro

15 Yangphel Tours and Treks Thimphu

16 Dragon Tours and Treks Thimphu

17 Tsenden Construction Thimphu

18 Dhoensum Construction Thimphu

19 Rabsel Construction Thimphu

20 Hotel Motithang Thimphu

21 Hotel Riverview Thimphu

22 Bhutan Mandala Tours Thimphu

23 All Bhutan Connection Thimphu

24 G4S Thimphu

25 Hotel Jhomolhari Thimphu

26 Druk Chapchap Construction Thimphu

27 Rainbow Tours and Treks Thimphu

28 Bhutan Agro Industries Thimphu

29 Rinson Construction Thimphu

30 Druk Sherig Construction Thimphu

31 Norbu Bhutan Travel Pvt. Ltd Thimphu

32 Kuenga Higher S. School Paro

33 Bhutan Resorts Pvt. Ltd. Paro

34 Samden Choling Resort Paro

35 Taj Tashi Thimphu

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37 Druk Air Corporation Paro

38 NRDCL Thimphu

39 Terma Linca Thimphu

40 Zhiwaling Hotel Paro

41 Royal Thimphu College Thimphu

42 Dawa Construction Thimphu

43 Dechen Hill Resort Paro

44 Welfare Construction Thimphu

45 Nima Construction Thimphu

46 Bhutan Builders Thimphu

47 Druk Seed Corporation Paro

48 Hotel Holiday Home Paro

49 Kichu Resort Paro

50 Bhutan Construction Thimphu

51 Hotel Wangdicholing Bumthang

52 Wood Craft Center Thimphu

53 Barma Chemicals Samdrup Jongkhar

54 Sherub Reldri Higher S. School Mongar

55 Zangto Pelri Hotel Punakha

56 Dragon Nest Resort Wangdue

57 Sonam Kuenphen Higher S. School Bumthang

58 Hotel Meri Phuensum Punakha

59 Yangkhil Resort Trongsa

60 Damchen Resort Punakha

61 Ugyen Academy Punakha

62 Aman Kora Resort Bumthang

63 Tashi Rosin & Turpentine Factory Sandrup Jongkhar

64 Gyeltshen Wood Industries Gelephu

65 Eastern Bhutan Ferro Silicom Pvt. Ltd. Samdrup Jongkhar

66 Kuendrup Higher S. School Gelephu

67 Tshering Steel Works Samdrup Jongkhar

68 SD Eastern Bhutan Coal Company Samdrup Jongkhar

69 Druk Satair Corporation Samdrup Jongkhar

70 Wangchuk Hotel Mongar

71 Mountain Lodge Bumthang

72 Bhutan Telecom Thimphu

73 Tashi Infocom Ltd. Thimphu

74 Bhutan Business Solution Thimphu

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76 IT Park, DIT, MoIC Thimphu

77 Singye Group of Companies Thimphu

78 Saint Gobin Ceramic Materials Pvt. Ltd. Pasakha

79 Bhutan Carbide and Chemicals Ltd. Pasakha

80 Bhutan Oil Distributors Phuntsholing

81 Ugyen Ferro Alloys Pvt. Ltd. Phuntsholing

82 Tashi Engineering Works Phuntsholing

83 Tashi Commercial Corporation Phuntsholing

84 Bhutan Wood Pinery Industry Phuntsholing

85 Yangzom Cement Industry Samtse

86 Army Welfare Project Phuntsholing

87 Penden Cement Samtse

88 Jigme Mining Corporation Ltd. Samtse

89 Druk Ferro Alloys Ltd. Phuntsholing

90 Bhutan Fruit Products Samtse

91 Bhutan Polymers Co. Ltd Samtse

92 State Trading Corporation of Bhutan Ltd. Phuntsholing

93 Yarab Pvt. Ltd Phuntsholing

94 Tashi Beverages Pasakha

95 K.D. Construction Phuntsholing

96 Bhutan Concast Pvt. Ltd. Pasakha

97 Food Corporation of Bhutan Phuntsholing

98 Druk Cement Compnay Pvt. Ltd. Phuntsholing

99 Druk Wang Alloy Ltd. Pasakha

100 Bhutan Brewery Pvt. Ltd Pasakha

101 K.K. Steel Pvt. Ltd. Pasakha

102 Bhutan Bitumen Industries Pvt. Ltd. Phuntsholing

103 Bhutan Polythene Co. Ltd. Phuntsholing

104 Karma Steel and Wood Industry Phuntsholing

105 Druk Iron and Steel Phuntsholing

106 Karma Feeds Phuntsholing

107 Reldi Higher Secondary School Phuntsholing

108 Kenpa Pvt. Ltd Phuntsholing

109 Gaseb Construction Phuntsholing

110 RSA Pvt. Ltd. Phuntsholing

111 Marble Cutting and Processing Unit Phuntsholing

112 Yarkay Group of Companies Phuntsholing

113 Bhutan Battery Phuntsholing

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115 Bhutan Ferro Alloys Ltd Phuntsholing

116 T&K Construction Phuntsholing

117 Quality Gases Pvt. Ltd. Pasakha

118 Druk Hotel Phuntsholing

119 Lhojong Construction Thimphu

120 Rabten Wire Industry Phuntsholing

121 Lhaki Steel and Rolling Pvt. Ltd. Pasakha

122 Bhutan Steel Indutries Ltd. Pasakha

123 Bhutan Ferro Industries Ltd. Pasakha

124 Bhutan Rolling Mills (P) Ltd. Pasakha

125 JD Construction Thimphu

126 East West Construction Thimphu

127 Construction Association of Bhutan Thimphu

128 Dungkar Construction, Hiring and Auto Center Thimphu

129 Bhutan Engineering Pvt. Ltd. Thimphu

130 Singye Construction Thimphu